TOP 200 most common interview questions for candidate screening in 2025

Why Mastering the Most Common Interview Questions Can Make or Break Your Hiring Success

Let's be honest - we've all been there. You're sitting across from a promising candidate, and suddenly your mind goes blank. What should you ask? How do you dig deeper without crossing boundaries? The truth is, mastering the most common interview questions isn't just about having a list ready - it's about understanding which questions actually reveal the information you need to make smart hiring decisions. When done right, these questions become your secret weapon for identifying top talent and avoiding costly hiring mistakes.

The numbers don't lie when it comes to interview effectiveness. With communities like r/jobs boasting 2.4 million members and r/interviews having 180,000 active members, it's clear that both sides of the hiring table are struggling with the interview process. Recent data shows that companies are putting candidates through increasingly rigorous processes - some requiring 6 rounds of interviews including live case studies - yet many hiring managers still feel unprepared when it comes to asking the right questions.

Consider this sobering reality: one Reddit user, u/vnheuj, recently walked out of an interview after encountering inappropriate questions from a company with a dismal 1.8 Google rating that had been fined millions for legal non-compliance. Meanwhile, another user, u/Attorneyatlau, accidentally received interviewer feedback showing they were rejected for lacking 'energy' despite initially positive reactions. These stories highlight how poorly structured interviews can damage both your company's reputation and your ability to attract quality candidates. The good news? When you nail your interview strategy, candidates see significant results - with some reporting a 60% increase in pay after 3-4 months of focused job hunting.

The foundation of any successful interview lies in understanding behavioral interviewing techniques, particularly STAR questions (Situation, Task, Action, Result). These represent some of the most common interview questions you'll encounter, and for good reason - they provide concrete evidence of how candidates have performed in real situations. As one hiring expert noted, "preparing STAR question answers in advance saved my butt and landed me a job," which means your candidates are likely already preparing for these. Now it's time to see the 18 best practice questions that will help you conduct interviews that actually predict job performance and cultural fit.

Because you're reading this article, you might be interested in the following article as well: One Way Video Interview: Basics and Features.

🏆 The list of TOP 18 most common interview questions in 2025

Tell me about yourself

This is a classic opener, and one of the most important screening questions to assess a candidate’s communication style, confidence, and relevance for the role.

Comment:

Look for a concise summary of their professional background, not a personal history. The best responses will usually touch on:

• Their current role and responsibilities
• A brief overview of career highlights
• What they’re looking for next, aligned with your job

Avoid vague or overly personal answers. A strong candidate will relate their experience directly to the position they’re applying for. Best practice: Listen for structure—past, present, and future is a useful format.

Why do you want to work here?

This is a classic question that gives incredible insight into a candidate’s motivation, preparation, and alignment with your company’s values. You're looking to see if the applicant has done their homework and if their goals align with your mission.

What makes this question effective:

• It reveals how well the candidate understands your business.
• It shows their enthusiasm or genuine interest.
• It highlights if they're applying just to "any" job or to your job specifically.

What to listen for in a great answer:

• Specific references to your company’s mission, products, or culture.
• Connections between their skills and the role’s responsibilities.
• A clear explanation of how your company fits into their long-term career plan.

Red flags to watch out for:

• Vague answers like “It’s a great company” or “I need a job.”
• A focus solely on salary or remote work perks.
• Lack of basic understanding of what your company does.

Best practice tip: Look for candidates who can connect your values and goals with their personal aspirations. A thoughtful answer here can be a strong indicator of long-term commitment and cultural fit.

Do you know what is the company's goal?

This question helps you understand if the candidate took the time to learn about your company before the interview. It’s a simple yet powerful way to check their genuine interest.

Best Practice Tip: Look for candidates who mention not just what your company does, but why it does it. Do they understand your mission and values? Are they aligned with your long-term vision?

A great answer may include:

• A brief explanation of your company's core products or services
• Reference to your mission statement, values, or recent goals
• Why the candidate finds these goals motivating

If a candidate struggles to answer or gives a vague response, it may suggest they haven’t done their homework—or worse, that they’re just not that interested.

What to look for:

• Awareness of your company’s goals, not just your name
• Clear effort to research and understand the mission
• Insightful responses showing alignment with your purpose

This question is less about a "right" answer, and more about preparation, sincerity, and cultural fit.

Why would you be the best fit for this position?

This is a classic candidate screening question that tells you a lot more than just experience and qualifications. It gives insight into how well the candidate understands your company's needs and how they see themselves adding value.

Look for responses that:

• Show understanding of the role and your business goals
• Match their skills and experience with the job description
• Include specific examples of past wins that relate to the job
• Show genuine interest or motivation for the position

Best practice tip: Strong candidates will tailor their answer to your job, rather than giving a general overview of their strengths. If a candidate responds with a canned or vague answer, it may signal a lack of preparation or interest.

Good answers often sound like: "With five years of marketing experience in B2B tech and a track record of increasing lead generation by 40%, I know how to build strategies that drive real growth—exactly what your open role is focused on."

This question is a great way to assess alignment with your company culture and expectations. Listen closely for how well the candidate connects their background to your company's current challenges and goals.

How do I prepare statements/talking points for interview questions?

Preparing strong talking points for interview questions is one of the best ways to make candidate screening more structured and insightful. Thoughtful preparation helps you stay consistent and focused on what's important for the role.

Here’s how to do it effectively:

• Start with the job description: Review the key responsibilities, skills, and qualifications needed. Each interview question should link back to what's on that list.

• Define what a strong answer looks like: For each question, create a short list of the qualities or experiences you're hoping to hear. This helps reduce bias and keeps interviews fair.

• Use behavioral indicators: When preparing for open-ended questions (like "Tell me about a time you handled conflict"), write down examples of behaviors that show success. Look for answers using the STAR method (Situation, Task, Action, Result).

• List red flags: Consider what answers or attitudes would raise concern for each question. This could include vague responses, lack of accountability, or blaming others.

• Keep it simple: You don’t need scripts—just a few bullet points per question to guide your thoughts and make it easier to compare candidates later.

Pro Tip: Use a shared scoring sheet for each question so every interviewer uses the same benchmarks. This keeps hiring consistent and fair.

By preparing ahead with clear talking points, you make the interview process smoother, faster, and more effective.

Can you tell me about a time when you disobeyed an order from a manager for the good of the company?

It's a tough question, but a very telling one. The goal here is to evaluate integrity, independent judgment, and whether the candidate knows how to balance following rules with doing what’s right. You're looking for someone who can think critically, not just blindly follow orders.

What to look for in a strong answer:

• A specific example with context, action, and outcome
• A demonstration of professionalism and discretion
• The ability to challenge appropriately and respectfully
• Clear understanding of company values and priorities

Red flags: Avoiding the question, giving vague answers, or refusing to challenge authority even with strong justification might signal risk-avoidance over critical thinking.

Comment:

The candidate was expected to describe a time when they flat-out refused to follow management instructions, but the candidate stated they are not in the habit of disobeying management and would raise concerns privately instead.

This response shows a desire to resolve conflict respectfully, which is a good soft skill. However, it also suggests the candidate might avoid taking action in high-pressure situations where immediate judgment calls are necessary. It’s not necessarily a deal-breaker, but a follow-up question would help reveal if they have the confidence and discernment to make tough calls when needed. Best practice is to ask a probing follow-up like: "Can you give me a time when you challenged a decision and what happened?"

What was one thing you did at your last job that you were proud of?

This question helps uncover what a candidate values in their work and gives insight into their impact and professional drive. It’s not just about achievements — it's about what they feel proud of. That tells you a lot about their character, work style, and level of ownership.

Comment:

You're looking for more than just buzzwords here. Strong candidates will give a clear example, explain their role in the outcome, and describe why it mattered to them. Watch for those who highlight initiative, problem-solving, or collaboration. If the story includes measurable results (like hitting a target or improving a process), that’s even better.

Best practice: Probe a bit deeper during the interview. Ask follow-ups like:

• "What made that moment stand out for you?"
• "How did your team or manager respond?"
• "What would you do differently next time?"

This opens the door to understanding how reflective and growth-oriented the candidate is.

Do you have any offers in hand?

This is a key question to understand where the candidate currently stands in their job search. Their answer can help you gauge urgency, interest level, and how competitive your offer needs to be.

Use this question early in the screening process to get insight on:

• How serious they are about switching jobs
• Whether they might have other offers on the table
• If they're using your role as leverage

Best practice: Don’t ask this question in a way that pressures them. Keep it open and professional. For example, say: “Can you share where you are in your interview process with other companies?”

If they say “yes”, ask for timelines, offer details (if they’re comfortable sharing), and how your opportunity compares. This helps during offer negotiation and also sets expectations up front. If they say “no”, you can dive deeper into what they’re looking for and how quickly they’re hoping to move.

Tip: A candidate with other offers isn't necessarily a risk—it just means they’re in demand. It’s your chance to show why your role is the better fit.

Describe the culture.

When you ask a candidate or team member to "describe the culture", you’re looking for a clear, honest, and specific view of the work environment. It's a simple question, but it tells a lot.

If someone—especially an HR rep—responds with vague buzzwords like "innovative," "collaborative," or "fast-paced" without giving real examples, it’s a red flag. It shows they might not truly understand or feel connected to the company culture. Worse, if they look uncomfortable or panicked, it may signal there's a disconnect or something being hidden.

Best Practice: Look for answers that include:

• Real examples of how people communicate and work together
• Descriptions of leadership style
• How the company handles feedback or mistakes
• Insights into work-life balance, support systems, or team dynamics

A confident, thoughtful response should feel authentic and personal—not rehearsed. This helps you assess if the environment is transparent and if it aligns with what you're looking for.

Do you enjoy working with your people leaders?

This question helps you assess a candidate's relationship with their managers and how they respond to authority and leadership styles.

If a candidate repeats a generic or overly rehearsed answer (like one they used earlier to describe the company culture), it may suggest a lack of genuine experience or reflection. In this scenario, the candidate sounded frantic and a bit thrown off, which is a red flag.

Best practice tip: Listen for confident yet honest responses. A great answer would include:

• Specific examples of times they've worked well with leaders
• Mention of communication style or management preferences
• Constructive comments or growth moments under leadership

Avoid accepting vague, overly enthusiastic answers with no substance. Dig deeper with follow-up questions like:

• “Can you give an example of a great experience you’ve had with a manager?”
• “Have you ever disagreed with a people leader? How did you handle it?”

These add valuable context and help verify their true compatibility with team leadership.

Describe a situation in which you had to use your communication skills in presenting complex information. How did you determine whether your message was received?

This is a solid behavioral question that helps you evaluate a candidate’s ability to explain difficult concepts clearly and effectively. Good communication is not just about talking—it's about making sure the message is understood.

Look for candidates who can:

• Break down complex ideas into clear, digestible parts
• Adapt their message for different audiences
• Check for understanding—did they ask questions, get feedback, or confirm comprehension?

Best practice: Candidates should use the STAR method (Situation, Task, Action, Result) to give a structured and impactful example.

A strong answer might sound like: "While working as a data analyst, I had to present forecasting models to our non-technical sales team. I translated the data into simple visuals and real-world scenarios so they could understand how it affected their targets. I paused to ask questions and noticed head nods, notes being taken, and follow-up questions—which showed the message landed."

Candidates who don’t provide specific examples or speak in vague generalities may struggle to communicate in real-world work situations.

Pro tip: Encourage them to share how they verified understanding—was it through follow-up questions, behavioral cues, or direct feedback?

This question gives you a window into the candidate’s ability to make complicated info simple—and that's a skill every team needs.

Share an example of an important personal goal you set and explain how you accomplished it.

Asking this question helps you understand a candidate’s drive, resilience, and level of self-motivation. It also provides insight into how they plan, prioritize, and stay committed to long-term objectives.

What to listen for:

• A clear description of the goal
• Steps taken to achieve it
• Any challenges faced and how they were overcome
• What the candidate learned in the process

Red flags:

• Vague or irrelevant goals
• Lack of planning or follow-through
• No personal growth or insight from the experience

Best practice: Look for concrete, relatable examples—such as completing a degree while working full-time, training for a marathon, or learning a new language. These show discipline and follow-through.

This question gives you a window into how a candidate handles responsibility, sets realistic objectives, and turns ambition into results. It’s not just about the goal but how they got there that matters.

Lead me through a decision-making process on a major project you've completed

Asking a candidate to explain their decision-making process on a major project reveals how they approach complex challenges, assess risk, involve others, and follow through to completion. You're not just looking for the outcome here—you want insight into how they navigated it.

What to look for:

• A clear structure: Did they identify the problem, evaluate options, and make informed decisions?
• Use of data or input: Did they consult with team members or use tools to guide direction?
• Responsibility: What role did they personally play in the decision-making?
• Results: Did the choices lead to measurable outcomes?

Best practice:

Look for candidates who can walk you through their steps smoothly and give a concrete example that relates to your business. They should touch on things like stakeholder management, timelines, and pivot points.

A strong answer might sound like: "We faced a drop in customer engagement, so I led a task force to research the issue. After identifying that our app UX was the main problem, I reviewed usage data, ran customer interviews, and presented three solutions to leadership. We chose a redesign, shipped it in six weeks, and improved engagement by 40%."

This shows ownership, analysis, collaboration, and a real result—exactly what you want to see.

Have you ever had many different tasks given to you simultaneously? How did you manage these?

This is a great question to assess a candidate's time management, organization skills, and ability to prioritize under pressure. Many roles require juggling multiple responsibilities, so understanding how someone handles a busy workload is crucial.

What to listen for:

• Look for specific examples from their past roles.
• Did they mention tools or techniques they used to stay organized? (Like to-do lists, project management tools, or blocking time.)
• Did their approach show proactive planning or just reacting to chaos?

Best practice approach: Candidates should give a brief situation, explain the steps they took to manage the workload, and highlight the outcome. This shows both problem-solving and accountability.

Red flag responses:

• Vague answers with no real details.
• Blaming others or not demonstrating a clear strategy of how they handled the situation.

When screening candidates with this question, encourage them to share concrete, relevant examples that reflect the kind of multitasking expected in your role.

Give an example of a time you had to make a difficult decision.

This question helps reveal how a candidate handles pressure, takes responsibility, and balances logic with empathy.

Best practice: Look for answers that show critical thinking, decision-making skills, and emotional intelligence. A good response should provide clear context, the challenge faced, actions taken, and the outcome.

Red flag: Vague answers, blaming others, or decisions lacking reasoning can be a sign of poor judgment or lack of ownership.

Ask follow-up questions like:

• What factors did you consider?
• Would you do anything differently now?

Encourage candidates to use the STAR method (Situation, Task, Action, Result) to structure their responses. This keeps answers focused and easy to assess.

Tip for candidates: Come prepared with specific and relevant examples from past roles. Show how the decision had a real impact. Avoid abstract or generic replies.

Tell me about a time when you were told what you were doing wasn't correct or needed to be done differently. What was the situation? How did you handle it?

This behavioral question helps you learn how a candidate responds to feedback and whether they take criticism constructively. It also shows their level of emotional intelligence and professionalism in moments of challenge.

Look for responses that demonstrate:

• Self-awareness
• Willingness to listen
• Adaptability
• Improvement mindset

Best practice tip: A strong candidate won't just talk about the mistake—they’ll focus on how they handled it and what they learned from the experience. This shows growth and maturity.

Watch out for vague stories or defensiveness. If a candidate can't own their mistakes or blames others, that’s a red flag.

Ideal responses include clear context, the candidate’s specific actions, and tangible outcomes. Use the STAR method (Situation, Task, Action, Result) when evaluating. This keeps the example structured and relevant to job performance.

Describe a time you had to solve a particularly challenging technical problem. What steps did you take to address the problem? Were your efforts successful?

This question is designed to evaluate a candidate’s problem-solving skills, technical knowledge, and resilience under pressure. It’s also a great way to assess how they think through complex issues and whether they can clearly communicate technical concepts.

When asking this, you're looking for:

• A relevant example that ties into the role they’re applying for
• A logical breakdown of how they analyzed and approached the problem
• Their own contribution vs. team effort
• A clear outcome, and whether it was successful or not
• What they learned from the experience

Best practice: A solid response follows the STAR method (Situation, Task, Action, Result). If the candidate misses this structure, consider prompting with a quick follow-up like “How did you decide on those steps?” or “What was the result?”

Watch out for vague or overly general stories—that often means the candidate hasn’t tackled challenges at scale or is stretching their experience.

Why it matters: Real-world technical challenges show how someone works beyond the textbook answers. Candidates who can break down an issue, stay calm under stress, and adapt when a solution doesn’t work right away are usually strong hires in tech-heavy environments.

Describe your previous experience in working with a team or group of people on a project. What steps did you take to build or find your place in the team?

This question helps you learn how a candidate interacts in a team environment. It reveals their teamwork style, communication skills, and emotional intelligence. Look for answers that show clear examples, not just general statements. It's key they describe how they contributed, adjusted, or supported the team to meet goals.

Best practice: The candidate should walk through the project, their role, and how they adapted or collaborated to help the team succeed.

Strong responses should include:

• The project’s goal or purpose
• Their role in the team and how it was established
• Steps they took to integrate or lead
• Challenges they faced and how they handled them

Tip for interviewers: Pay close attention to how much initiative the candidate took and whether they value teamwork or just tolerated it. Also, see if they give credit to others or focus only on their personal achievements.

Look for candidates who are self-aware, communicative, and solution-oriented—these are indicators of people who work well in collaborative settings.

💡 Remaining -12 questions...

The online article only includes the first 30 questions to keep it digestible, but we’ve put together an ebook for you with all the questions we gathered through our extensive research.

Download E-Book here 👉

Real-World Case Studies: When Interview Screening Goes Wrong (And Right)

The hiring process can be unpredictable, and these real experiences from the recruitment community show exactly why proper screening for the most common interview questions matters more than ever.

u/vnheuj from Reddit shared a story that every recruiter should hear. They walked out of an interview after facing two completely inappropriate questions from a company that had a concerning 1.8 Google rating and had been fined millions for legal non-compliance. This situation could have been avoided with better preparation and screening protocols that ensure interviewers stick to professional, relevant questions.

Another eye-opening experience came from u/Attorneyatlau, who accidentally received interviewer feedback through an Otter.AI transcription. Despite the executive director initially saying "I like her. She's chill," the candidate was ultimately rejected for lacking 'energy' and 'oomph.' This highlights how subjective and inconsistent traditional interviews can be without proper structure.

u/SuspiciousLog5554, working as a recruiter, witnessed the lighter side of virtual interviewing challenges when a candidate's cat jumped onto the keyboard during a virtual assistant interview. The feline friend managed to mute the microphone and send random letters to the chat - a reminder that remote interviews come with their own unique screening considerations.

On the positive side, one professional shared their success story: "This saved my butt and landed me a job" - referring to how they prepared STAR method answers for the most common interview questions in advance. This preparation made all the difference in their interview performance.

Why Video Screening Software Is Taking Over Recruitment

The recruitment landscape is shifting rapidly, and video screening software is becoming the go-to solution for modern hiring teams. Here's why this technology is gaining massive adoption:

Consistency is king. Unlike traditional phone screens where different recruiters might ask completely different questions, video screening ensures every candidate faces the same set of carefully crafted questions. This eliminates the subjective bias we saw in the case studies above.

Time efficiency speaks volumes to busy hiring managers. Instead of scheduling multiple 30-minute phone calls that often get rescheduled, recruiters can review video responses on their own time, speeding up the entire hiring process.

Better candidate experience emerges when applicants can record their responses at their convenience, reducing the stress of real-time phone interviews. No more scheduling conflicts or technical difficulties during live calls.

The remote work revolution has made video screening even more valuable. With distributed teams and candidates worldwide, asynchronous video interviews break down geographical barriers and time zone challenges.

Quality assessment improves dramatically when recruiters can review responses multiple times, take notes, and share feedback with team members. This collaborative approach leads to better hiring decisions.

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